دليل الخدمات المقدمة للوافدين هو مرجع شامل يوفر للوافدين في المملكة العربية السعودية معلومات حول حقوقهم والخدمات الحكومية المتاحة لهم يتضمن الدليل
Youth Empowerment
تمكين الشباب
We can call the Saudi society the name of the youth society, as youth under the age of 30 constitute the largest proportion of the Kingdom's population. This makes them an essential basis for economic and societal transformation in all fields. The exceptional capabilities of young people and their constant ambition for positive change constitute a great force for the success of the Kingdom's Vision 2030. It is not surprising that young people (of both sexes) are more optimistic about the goals of Vision 2030 and are involved in its programs. Belief in visions and huge strategic projects always requires a deep understanding of their components, and building bridges of knowledge in their minute details, in a way that enhances confidence in their goals and those in charge of them.
Youth and the Kingdom's Vision 2030
Based on the Kingdom's Vision 2030 and its continuous bet on the promising Saudi youth as one of the most important and largest basic groups in it. In its endeavor to achieve the Kingdom's Vision 2030, the Ministry of Human Resources and Social Development launched many programs and projects to empower youth within the programs and projects of national transformation initiatives, with the aim of increasing youth participation socially and in the labor market. The Ministry seeks to overcome all obstacles and harness all capabilities to serve this important group of society, by creating a positive social perspective on them through vocational rehabilitation programs and the various activities offered to them.
برنامج المحفزات الوظيفية للقطاع غير الربحي
Among the efforts of the Ministry of Human Resources and Social Development in the workforce rehabilitation initiative; The "Job Incentives for the Non-Profit Sector" program comes to achieve a great integration between human resources goals and social development goals, as the program contributes to generating thousands of attractive qualitative jobs that maintain superior competencies and attract more of them to the non-profit sector, and then these competencies contribute – In turn - in empowering the sector and improving the work environment in it so that it becomes more capable of generating attractive qualitative jobs.
Objectives
The Ministry was keen to launch the “Program for Job Incentives for the Non-Profit Sector” to contribute to achieving several strategic goals, the most important of which are:
Contribute to reducing unemployment and creating thousands of new job opportunities.
Deepening the impact of non-profit organizations, and raising the level of their contribution to the GDP from 0.6% to 5% in accordance with the objectives of the Kingdom's Vision 2030.
Increasing women's participation in the non-profit sector.
Ten stimuli
The Ministry carried out a comprehensive study to identify job incentives needed for the non-profit sector, and came up with a lengthy list of 39 incentives. Focus was placed on the top ten priority incentives. Accordingly, the "Program of Job Incentives for the Non-Profit Sector" was launched, with the aim of developing an applicable regulatory framework. These incentives can include some of these benefits:
- Flexible work incentive: Work flexibility arrangements in terms of place, time, days, and others.
- Competitive leave incentive: Competitive policies covering different types of work leave.
- Diversified Employment Contracts Catalyst: Providing several types of attractive employment contracts for different categories of employees, which take into account the nature of their relationship, which contributes to raising the level of job security and attracting distinguished talents.
- Motivator for performance appraisal and payment interview: Professional evaluation of employee performance, and its reflection with advantages and returns on the employee and the organization.
- Health insurance catalyst: Improving insurance and health care coverage, and providing competitive and attractive benefits.
- Pension Incentive: Provide multiple options for the pension system within the social insurance.
- Career Paths Catalyst and Professional Development: Designing career paths on professional bases to ensure professional development commensurate with job competencies, activating training programs for them, and organizing secondment and rotation of employees inside and outside the sector.
- Financing Facilities Incentive: Facilitating obtaining financing facilities from banks, including, for example, housing, car, personal financing, and others.
- Daycare Incentive: Providing appropriate support for daycare in the form of cash allowances, or directly within the organisations.
- Catalyst for improving the work environment and culture: Providing integrated solutions to improve the work environment and culture in non-profit organizations, taking into account the workplace, proper planning, policies and procedural guides, developing the level of transparency and accountability, measuring the social impact of the organization, and so on.
To download the program profile (click here)
منظومة التوظيف الحكومي للشباب
This system enables job seekers, who are Saudi citizens, to register their personal data, qualifications, and work experience, and attach the necessary documents. In addition to providing the electronic application service for vacancies that are announced by government agencies, and are compatible with their qualifications and specializations. After that, the data is automatically matched and verified, and then this data is passed through the automated filtering system, after which the nomination points for all applicants are displayed on the advertisement, along with their desires for jobs, in addition to the jobs for which they were nominated. This system includes two services, “Jadarah” and “Saed”, where the first targets holders of a bachelor’s degree or above, and the second service targets job seekers for supporting jobs.
Modern work patterns for young people
Freelancing
An initiative of the Ministry of Human Resources and Social Development that aims to organize and stimulate self-employment in the Kingdom to contribute to finding job opportunities for Saudi men and women, which enables the issuance of the self-employment document through quick and easy procedures, and benefit from the advantages and services provided, in addition to presenting offers and discounts from success partners To facilitate the work of self-employed practitioners who hold self-employment documents.
Flexible working (Mrn)
The flexible work system enables both the job seeker and the employer to contract with job seekers flexibly, as the wage is calculated on an hourly basis, without being restricted to paid vacations, end-of-service benefits, and also does not require a probationary period, and the goal of self-employment in the flexible system is to create Many job opportunities, and meeting the needs of private sector establishments of national cadres, sons and daughters of the Kingdom.
Teleworking
The successive technical developments have contributed to the creation of a new culture within the labor market, which provides job opportunities that transcend the barriers of time and place, and brings together the owner of the establishment with the employee through an electronic work environment through which jobs and tasks are performed without coming to the location of the company or institution.
The Telework program is one of the important national initiatives launched by the Ministry of Human Resources and Social Development with the aim of bridging the gap between business owners and those looking for them, who face several obstacles between them and their obtaining suitable job opportunities.
Youth and Volunteer Work
The volunteer work is the feature of vital societies for its role in activating the powers of society and enriching the country with the achievements and hands of its sons. From this point, MHRSD supported the establishment of a Saudi initiative for volunteer work that provides a safe environment, which serves and regulates the relationship between the entities providing volunteer opportunities and volunteers in the Kingdom. Through the same, MHRSD aims to:
Easy access to the volunteer opportunities by the volunteers.
Obtain notifications regarding volunteer opportunities according to the volunteer's interests.
Monitor and document volunteering hours.
Provide specialized volunteer opportunities that have social and economic influence.
MHRSD established and activated departments for managing volunteer in NPOs, where such departments are competent with determining NPO's volunteer requirements, providing volunteer opportunities for them, attracting and employing volunteers according to their capabilities and NPO's requirements and providing opportunities. In addition, the department qualifies and trains the volunteers as per the task, monitors them during performance, honors them and publishes their achievements after undertaking volunteer work. This initiative also includes setting and standardizing regulations and manuals, enhancing concept of specialized volunteer to contribute to engaging those experienced and specialized in related organizations and in a manner that contributes to meet the requirements and enabling them more. This initiative also integrates with the training programs in Human Resources Development Fund "HRDF" to empower the volunteers.
Ministry Services
Regulation and Procedures
Programs
FAQs
کیا آجر کو ملازم کا پاسپورٹ رکھنے کا حق ہے؟
سعودی لیبر لا کے ایگزیکٹو ریگولیشنز کے آرٹیکل (6) کے مطابق، آجر کو کسی غیر سعودی کارکن کا پاسپورٹ، رہائش، یا میڈیکل انشورنس کارڈ نہیں رکھنا چاہیے۔
کیا آجر کو ملازم کا پاسپورٹ رکھنے کا حق ہے؟
سعودی لیبر لا کے ایگزیکٹو ریگولیشنز کے آرٹیکل (6) کے مطابق، آجر کو کسی غیر سعودی کارکن کا پاسپورٹ، رہائش، یا میڈیکل انشورنس کارڈ نہیں رکھنا چاہیے۔
کیا سعودی ورکرز کی بیمہ کے ساتھ رجسٹر ہونے کے بعد ان کی فہرست کو رپورٹ کیا جانا چاہیے، ان کا حوالہ دیا جانا چاہیے یا وزارت انسانی وسائل کے حوالے کیا جانا چاہیے؟
آپ کو ایسا کرنے کی ضرورت نہیں ہے، کیونکہ یہ نطاق پروگرام خود بخود پڑھے گا۔
کیا کارکن انشورنس پریمیم کے اخراجات ادا کرتا ہے؟
آجر اس بات کا حقدار نہیں ہے کہ وہ ملازم سے انشورنس پریمیم کی ادائیگی اور اس میں حصہ لے، کیونکہ آجر تمام اخراجات برداشت کرتا ہے۔
کیا آجر ایمریٹائزیشن فیصد شمار کرتا ہے؟
آجر انشورنس فیس ادا کیے بغیر اپنی انفرادی سہولت میں سعودائزیشن فیصد کا حساب لگائے گا، بشرطیکہ اس نے کسی دوسری سہولت پر انشورنس کی رکنیت حاصل نہ کی ہو۔ فیصد صرف مین برانچ میں۔
انسانی وسائل کو نظر آنے والے سعودی کارکنوں کی تعداد میری اصل تعداد سے مختلف کیوں ہے؟
وزارت میں سعودیوں کی تعداد سہولت کے اعداد و شمار کو اپ ڈیٹ کرنے کے بعد بیمہ میں موجود تعداد سے یکساں ہے، لہذا آپ کو انشورنس میں کارکنوں کے تعاون کی تمام رقم ادا کرنے کی ضرورت ہے۔ انشورنس
رجسٹرڈ سعودیوں کی تعداد اور سعودائزیشن فیصد میں فرق کی کیا وجہ ہے؟
بیمہ والے سعودیوں کی تعداد صرف ان کی رجسٹریشن پر منحصر ہے، اور سعودائزیشن کا فیصد انشورنس کے ساتھ ادائیگی کی باقاعدگی پر منحصر ہے۔
کیا ایک فرد ایک ہی وقت میں ایک سے زیادہ سہولیات کے لیے کام کر رہا ہے اس کا شمار ایمریٹائزیشن فیصد میں کیا جاتا ہے؟
ایک ہی وقت میں کام کرنے والے کو صرف اس پہلے آجر کے ساتھ شمار کیا جائے گا جس کے ساتھ اس نے رجسٹرڈ کیا ہو، وزارت انسانی وسائل اور سماجی ترقی کی ضروریات کے مطابق۔
خصوصی ضروریات کے حامل افراد کو ایمریٹائزیشن فیصد میں کیسے رجسٹر کیا جاتا ہے اور ان کا حساب کتاب کیا جاتا ہے؟
- خصوصی ضروریات کے حامل افراد کی رجسٹریشن کے حوالے سے، آپ یہ انشورنس اور وزارت داخلہ کے درمیان خودکار لنک کے ذریعے کر سکتے ہیں، جس سے اس کا حساب کتاب خود بخود ہو جائے گا، خاص طور پر انہیں رجسٹر کرنے کی ضرورت کے بغیر۔
- معذور افراد کی تعداد جنہیں امارات میں چار شمار کیا جائے گا ان معذور افراد تک محدود ہو گا جو سہولت میں موجود سعودی کارکنوں کی کل تعداد کے 10 سے زیادہ نہ ہوں، اور اگر معذور افراد کی تعداد مخصوص فیصد سے زیادہ ہو، خصوصی ضروریات والے ایک فرد کو صرف ایک شخص کے ساتھ شمار کیا جائے گا۔
ایک تجارتی رجسٹری کے تحت مختلف شعبوں میں کام کرنے والی کمپنیوں کے لیے مقامی کاری فیصد کا حساب کیسے لگایا جاتا ہے؟
ہر سرگرمی کو آزادانہ طور پر نمٹا جائے گا گویا سرگرمی کے مطابق سہولت کو آزاد اداروں میں تقسیم کیا جائے گا۔ کسی بھی سرگرمی میں ہر سائز کے لیے بہترین، سبز اور سرخ رنگ کے لیے مختلف لوکلائزیشن فیصد کا تعین کیا گیا ہے۔ ہر برانچ سب رجسٹر کے تحت ہونی چاہیے۔ ، اور ہر برانچ کا ایک الگ سہولت نمبر ہونا ضروری ہے۔ ویب سائٹ کلائنٹ کو خود بخود اس کے تمام اداروں سے اس کے سہولت نمبر کے ساتھ متعارف کرائے گی جس میں متحد سہولت نمبر اور بھرتی نمبر درج کیا جائے گا، اور اسے ہر ادارے کا سائز، کارکنوں کی تعداد، اور حاصل کردہ امارت کا اصل فیصد فراہم کرے گا، اور اسے اپنی سرگرمی اور جسامت کے مطابق مطلوبہ فیصد کے ساتھ ان کا موازنہ کرنے کے قابل بنائے گا۔
Last Modified Date: 2025/01/16 - 11:13, 16/Rajab/1446 - 14:13 Saudi Arabia Time